Upgrade Your Diversity Hiring Process: How to Attract, Hire, and Retain Diverse Talent in Tech

In today's global market, diversity in the workplace has transformed from a desirable attribute to a business necessity. Does your company have the right people to expand their business?

Read more to discover how to find, hire and retain diverse talent at your company.

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Diversity in the workplace has transformed from a desirable attribute to pertinent asset for success. As the global market and workforce evolve, companies with diversity as a pillar are proving fortitude because their unique access to fresh ideas and open-minded communication.

There are endless benefits to hiring a diverse staff, including increased revenue potential, and eclectic company culture and innovation. Despite this, many companies do not fully understand how to find, hire and retain diverse talent in their company. Keep reading to learn how to attract and manage diverse candidates into your talent pipeline.

Finding Diverse Talent

You can find talented, diverse hires in every city – if you know how to source them. LinkedIn's custom filter tool allows you to refine your search to find diverse talent from national and local universities.

To source local, diverse talent, create a filtered list           of schools that are women’s colleges, or specific    diversity and cultural groups in your city.

Joining specific diversity groups on LinkedIn allows you to broaden your reach to a concentrated field of talent, like Black Enterprise Networked, Latino Professionals for America, and Society of Women Engineers.

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Beyond increased outreach, hiring managers can cast a wider net to increase web response by omitting gender-biased language. Statistically, men will apply to a job if they meet 50% of qualifications, whereas women will only apply if they feel 100% qualified.

To help get more inbound applications, limit masculine wording to attract more females to apply to your job postings. Tools like Textio, a website that allows you to identify all words and phrases with gender bias, can help you write more neutral job posts.

Hiring Diverse Talent

To successfully recruit diverse talent, all candidates must feel completely welcome from their first point of communication with the company, and through their last day of employment.

If you successfully communicate and maintain a welcoming and open environment where they can learn, grow and contribute meaningful work, you'll have your pick of top talent.

The first crucial step, is to remove all bias starting with the first interaction -- especially toward race, religion, gender, and sexual orientation.

The second step is to paint a picture of success for prospective hires, emphasizing the mutual benefits of bringing more diverse candidates onto the team. A candidate needs to be able to visualize how they will fit in, and succeed, in their new role.

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Third, to attract diverse talent, showcase diverse senior leadership. Prospective hires need to see that they have an equal – and tangible – opportunities to grow into to leadership positions.

In addition to working with your leadership team to attract a diverse hiring pool, these diverse leaders are also valuable for fostering the sense of community and inclusion -- a vital key to increasing retention.

Read this Next: When to Accept a Counteroffer (or Leave it on the Table)

Retaining Diverse Talent

For all new hires, it’s important to check in with them regularly to help ensure each new additional feels welcome with the company and culture. It’s easy to forget about an employee’s personal comfort in business, leaving many at risk of feeling neglected.

But specifically for your existing diverse tech talent, you can develop diversity-friendly programs that focus on mentorship, training, and ongoing support initiatives that pave a smooth road to job satisfaction.

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Nothing encourages an employee more than realizing the potential for career growth within their company. Seek out talented diverse individuals and focus your attention on growing them to their full potential. More importantly, listen to their opinions and business development ideas.

Demonstrating that you value an employee's opinion fosters an open flow of communication, encouraging them to feel comfortable speaking openly with you.

One method to manage this is by implementing Employee Voice Surveys for constructive feedback. These are anonymous surveys given to the staff that scope out how welcome, safe, and comfortable an employee feels. Some sample questions include:

  • Do you feel like you belong to your team?
  • If something bad happens at work do you feel safe reporting it?
  • Do you feel that someone in the workplace cares about you?

This gives employers a sense of where their employees are at in terms of safety and comfort and allows management to make the changes they need to create an inclusive environment in the office. Furthermore, it promotes your company’s branding and image.

Struggling to find, hire & retain talent? Click here to contact a tech  recruting expert in your city today! 

Final Thoughts

Businesses run by diverse leadership tend to have increased revenue, innovation, and growth because they challenge each other’s various vantage points

Overall, employing diverse individuals adds an element of progressive-thinking to your company branding and image. Retaining diverse talent is conducive to the development and success of your business and work culture. Let your office mirror the environment you want to establish and let management mirror the people you want to attract.

 

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Related: Interviewing, Happy Job-Seekers, workbridge associates, WomeninTech, hiring, career advice

Blockchain Technology Creates New Jobs in Multiple Industries

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The increased popularity of blockchain, the technology behind cryptocurrency, has resulted in new jobs in the tech industry. Research from employment search engine Indeed shows that the number of postings referencing blockchain, bitcoin, and cryptocurrency has increased by a staggering 621% since 2015. The site also reports an even higher increase of 1,065% more searches mentioning these terms. (Forbes) As companies continue to embrace this new technology, there is an increase in demand for candidates who have experience working with it or the desire to learn.

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Beyond Bitcoin: The Rise of Blockchain Technology

Though blockchain is most commonly associated with cryptocurrency, there are various uses for the technology. Blockchain’s ability to store all the changes made to its data makes it difficult to hack, which could prove to be an asset for different areas of business. According to Derek Martin, a Cloud Solutions Architect at Microsoft, the four industries that he believes could best employ the use of blockchain technology are finance, retail and manufacturing, healthcare, and government.

Dominic Tancredi, Co-Founder of product agency Dom & Tom, says that his company plans to support the professional growth of team members that are sharing their research and experiments in the field of Blockchain. “I could see us having a dedicated team in 2-3 years as the technology stack grows in adoption and requires specialists,” he says.

Daniel Mason, VP of Business Development at Springcoin agrees, “I expect this explosion in demand to continue to grow throughout 2018 as blockchain continues to shift from its niche positioning to a mainstream technology trend that many startups and larger companies will be pursuing.”

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Increase in Technical Roles Using Blockchain

According to Velas Commerce founder Hannah Rosenberg, blockchain is a candidate’s market. “What I have seen is that there is currently much more demand for blockchain and smart contract developers than there is supply,” she says. “An experienced developer with even a little blockchain exposure can get picked up quite quickly to work on very interesting projects.”

Mason, can also attest to the high demand. “Engineers with relevant blockchain experience are extremely hard to find, as the technology is relatively new but has exploded in popularity over the past year,” he states.

The good news is that expert knowledge of Blockchain is not always a requirement. Companies are looking for candidates who are genuinely interested in the technology and willing to learn it as well as candidates who can contribute right from the start.

Tech Jobs in Blockchain Beyond Cryptocurrency

Looking to get involved in blockchain? You’ll need strong back-end skills, knowledge of the fundamentals of cryptography—the computerized encoding and decoding of information— and a genuine interest in blockchain technology.

According to Gavin Pacini, Senior Consultant in Deloitte's EMEA Blockchain Lab, agility and the ability to adapt are also required when working with a new technology such as blockchain. “It’s not an established platform so it’s a real learning curve. We’ve had cases where we’ve had to dig through the source code of open source projects which normally isn’t required when using existing technologies but with blockchain, we don’t have a choice,” he says.

Due to blockchain’s growth in popularity, a variety of online courses and certifications are now available courtesy of IBMBlockchain Council, and Udemy, to name a few. Many of these courses are offered at little to no cost. Another great way to build your understanding of the technology? Local Meetups! Tech in Motion has a variety of upcoming blockchain events coming down the pipeline.

Click here to see upcoming Tech in Motion events on emerging technologies like this.

Once you have built out your understanding and required skills, be sure to look out for available blockchain jobs. Here are a few examples of available jobs:

  • Blockchain Engineer
  • Blockchain Developer
  • Mining Technician
  • Full-Stack Developer
  • Bitcoin Front-End Developer
  • Blockchain Project Manager
  • Data Scientist

The rising popularity of blockchain has created many new opportunities for professionals, startups, and enterprise companies alike. As this technology proves to be useful for more than cryptocurrency, individuals with experience and a passion for blockchain will continuously be in high demand.

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Related: hiring, Events, Tech In Motion

Is Retaining a Tech Recruitment Agency Right For You?

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With top candidates staying on the market for 10 days or less, locating and hiring qualified talent is becoming increasingly difficult in the tech industry. Recruiters and hiring managers know the best architects, engineers, and developers are on the market for a matter of hours, not days. Gone are the times of making a hiring decision between top candidates over the course of several weeks or months, leaving employers in need of a fresh approach to traditional hiring methods. In today’s candidate-driven market, having a partner who can represent your brand, speak for your culture, and effectively source hard-to-fill positions is priceless.

Enter the value of retained search. Formerly considered only an option for hiring executives, retained search within the technology industry is providing hiring managers the opportunity to focus on their core business objectives while gaining a business partner who delivers quality candidates to the pipeline.

Interested in learning more about a retained partnership? Submit your inquiry here for a deeper look.

A New Take on Tech Hiring

Traditionally, employing a search agency on retainer is utilized to fill high profile, executive-level positions. The tech industry is breaking this mold by expanding it to include all levels of technical roles, from entry level to the C-suite. Companies realize technical engineers, developers, and designers at every level play a significant role in their organization. They’ve seen first-hand the value of swiftly implementing a first-rate candidate and what it can mean for future growth both technically and culturally. Retaining a recruiting firm ensures the same speed and quality you should expect from a contingency-based partnership but takes the level of consultancy one step farther. 

Drew Sussberg, Vice President of Client Services at Motion Recruitment Partners, had this to say about retained search process in the tech industry: 

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"Companies are looking for a business partner who can become an extension of the organization. They want to build a relationship with us because we have a proven history of delivering quality talent regardless of experience level or technical vertical, thanks to our specialized, localized, and team-based approach." 

Advantages of Retaining a Recruiting Firm 

Time Savings

When companies have exhausted their internal recruiting resources, they often see value in outsourcing hiring for open positions. However, working with multiple recruiting firms can be draining. At best, the phone rings off the hook with recruiters pitching their qualified (or even unqualified) candidates, inboxes overflow with resumes, and the interview process becomes all-consuming until a hire is made. At worst, hiring for open positions cuts into the time spent working on projects, decreasing production-levels and triggering missed deadlines, without yielding a long-term hire. By agreeing to a retainer, companies commit to partnering with one recruiting firm who understands the culture and business needs, which cuts down on the time hiring managers spend reviewing resumes and interviewing mediocre candidates.

Cost Savings

Most companies task their internal recruitment or procurement teams with finding talent across a wide range of positions while adhering to a strict hiring process and set of internal guidelines. With today’s candidate-driven tech market, those hiring processes will often operate too slowly to secure top tech talent, resulting in the loss of valuable production time as the search continues. Retaining a personalized hiring consultant takes the guesswork out of the process, making the talent search much more targeted and efficient.

A retained recruiting agency is especially valuable when it comes to bulk hiring, for which a search agreement by retainer usually supplies a discounted rate, as an agency partner can fill multiple positions quickly for the company. From engaging candidates with a job opportunity to hiring them, a specialized agency averages 10 days to placement. In turn, companies are less likely to miss out on top talent, which cuts down on revenue lost through the unfilled role.

Quality of Hire

In 2017, unemployment among technology professionals has dropped to 2.5%, and high-demand candidates go off the market in under two weeks. A dedicated recruitment partner has access to engage the higher quality talent whether on or off the market. Passive candidates are unlikely to be exposed to opportunities through job boards and other more traditional recruiting methods. They’re much more likely to find their new role through word-of-mouth or networking, and a specialized recruiting firm engages their expansive network to target them. Retaining a specialized recruitment partner ensures priority with a first look at that qualified talent. This is especially valuable when filling niche, but critical roles.

Curious how retained search could help your organization reach its hiring goals? Sign up here for a free consultation.

Conclusion 

Retained search is revolutionizing the tech staffing industry by building partnerships between recruiting agencies and organizations with sights set toward both short-term and long-term goals. It eliminates much of the risk associated with filling important positions internally because getting it wrong can set a project back months (or longer) and have significant revenue consequences for the business. By retaining a search agency, you gain exclusive access to a large pool of qualified, passive candidates often at a discounted rate. It can be employed for a single placement or a batch of hires and depending on the agreement, can provide a guarantee of service and/or quality. Under a retainer, a recruiting agency becomes an extension of an organization’s hiring arm and can be a powerful and efficient tool ensuring technical hiring needs are met. 

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Related: Advice, hiring, Retained Search

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